Best Practices: Using LinkedIn for Strategic

RecruitingLinda Maurer – Fifth Third Bank

Linked In – Personal Membership• Membership, connections:– 200 million people have a profile on LinkedIn– 3 million new members each month – Recommendations; job opportunities – Members can join a wide range of groups– Members can “follow” an influential leader– Members can “follow” an interesting company

• Job postings: fed to the member’s e-mail based on member profile

Did you get one of these?

Corporate Membership• Job seekers – Try LinkedIn first– See who they know / who has connections at the target

company• Job postings:– Corporate license for a certain # of “seats”– Each user can post one “hot job” per month – Everyone in the recruiter’s network will see the posting– Members can refer a friend for the opening

• Advertising:– When a member clicks on your open job listings, they are

taken to “careers” site.– Corporate branding opportunity

Recruiter Profile

Job Postings - example

LinkedIn Features• In Mail: – Corporate Members get a certain # of messages per month.– Target members of specific groups – i.e., veterans

• Candidate Search :– Use keyword to narrow the search results– Remove people who already work(ed) for your firm– Save search with unique ID such as requisition #– Save candidates to search folder

• Diverse candidate search:– Search by college, location, group membership– Make notes on specific candidates – Join groups; connect with other members

LinkedIn / Affirmative Action Concerns• LinkedIn does not take the place of the ATS • Good documentation still required!– Who did we contact about the opening?– Who expressed an interest?– Who actually applied to an opening (passive vs. active

candidates)– Retain details of candidate searches (i.e., keywords used,

contacts made, candidate response)• Be careful when searching for a specific group:– Protect your name as an Equal Opportunity Employer– OK if we are remedying past shortfall or adverse impact– Generally not OK if we do not have these.